Working at Straumann

We place great emphasis on maintaining a diverse and fair work environment that leaves room for personal development and offers attractive compensation.

Ethical behavior

Straumann’s Code of Conduct is anchored in all aspects of the company, including our new Leadership Model, which expects leaders to exemplify ethical and professional behavior within organizational guidelines. All our employees are required to adhere to the Code.

The Code is aligned with international, national, and local rules and draws on the standards of the International Labor Organization. Rather than endorsing external economic, environmental, or social principles or association memberships, Straumann uses the Code of Conduct as a basis for managing key sustainability topics, including human resource issues.

A mandatory training to address the internal policies related to the Code of Conduct is part of the on-boarding process for all new employees. These policies support Straumann’s commitment to exclude unfair competition, corruption, misleading marketing, or discrimination. Internal regulations define discrimination as biased treatment based on gender, race, background, religion, or sexual orientation.

Employees are obligated to report any violation or suspected violation of the Code, or any other suspected misconduct.

People development

People are the company’s most important asset, which is why our Straumann Academy seeks to support their personal development by building and leveraging essential skills and capabilities. Grounded in Straumann’s vision, mission, our leadership principles and core beliefs, the Academy is our global platform for internal training and development. Its aims and programs are aligned with the Group's strategy and it aspires to develop talented leaders of the highest caliber at each level in our organization.

To ensure that the growth of our workforce is supported by organizational learning, we continuously work on key development initiatives such as our Sales Academy that will ensure thorough training of new sales force members regarding Straumann’s values, ways of working, brands, and products.

With the International Talent Program (ITP) we offer an internal development center to develop and enable our internal talents for their future global careers.


Every organization is reliant on its people for success. Good leadership is the foundation of that success.

For Straumann, good leadership is based upon four principles: strategic direction, collaboration, diversity, and empowerment. Underpinning all these principles is the need for:

  • integrity,
  • passion, and
  • courage.

This means being genuine, trustworthy and consistent despite external influences and pressures.

Our leadership development programs are set up to support our leaders to further enhance their leadership skills. To ensure the best development of our leaders, we have started to conduct 360° Feedbacks, including individual coaching sessions.


Promoting diversity throughout the company has long been an important focus at Straumann. We believe that diversity greatly contributes to strong team performance and our ability to support diverse customers all over the world. We regularly monitor and report gender diversity in our team, while the broader perspective on Diversity at Straumann is illustrated by our Business Diversity initiative which will help us enhance cross-functional and geographic collaborations.


We are convinced that a compensation system based on value creation encourages sustainable performance, loyalty and entrepreneurship and is in the interest of shareowners and other stakeholders. We are committed to compensating our general staff, management and directors in a way that is competitive and rewards sustainable, long-term achievement.

Our compensation programs are designed to:

  • Link variable compensation to the long-term added value generated by the company based on the shareholders’ expectations
  • Foster a high-performance culture that rewards company and individual performance
  • Manage performance through a structured system
  • Be competitive with global best-in-class and industry benchmark companies
  • Provide employees with benefits based on local market practices and regulations

Total compensation of employees and management comprises fixed and variable compensation components, depending on local practices and regulations. Fixed compensation is based on the job profile, market situation, and the employee's experience and skills.

Variable components usually include the following:

  • performance-related short-term incentives (bonus)
  • long-term incentives related to company to performance (for selected management)

Compensation is not influenced by gender or by non-performance-related criteria other than specific professional experience. We are committed to fair and equal treatment of all our employees and seek to be in full compliance with international Labor Standards.

Visit our other pages in this section for more information on a career at Straumann or any currently open positions.